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Recruitment and Selection

Systems

Behaviours

Your Results

Frameworks already in place

  • We have established interview policies and procedures that are inclusive, equitable, and provide clear directions.
  • We have tools designed to support an equitable and inclusive recruitment and selection process, such as interview guides and scoring sheets.
  • Our pre-employment tests and assessments are fully accessible.
  • We provide recruiters and all those involved in the hiring process (hiring managers, interview panel participants) with training in equitable and inclusive interview and assessment techniques, including:

    • Definition of bona fide occupational requirements (BFORs).
    • Prohibited grounds of discrimination.
    • Questions that cannot be asked.
    • What can and cannot be included in an interview guide.
    • Definitions of the duty to accommodate, reasonable accommodations, and undue hardship.
    • Training in unconscious bias.

Ideas for action

  • Develop or review interview policies and procedures to ensure they are inclusive, equitable, and provide clear directions.
  • Create or update tools such as interview guides and scoring sheets to support an equitable and inclusive recruitment and selection process.
  • Review the accessibility of any pre-employment tests and assessments to ensure equitable participation.
  • Offer or review training for recruiters, hiring managers, and interview panelists on inclusive interview and assessment practices. This may include:

    • Clarifying the definition of bona fide occupational requirements (BFORs)
    • Reviewing prohibited grounds of discrimination
    • Identifying questions that cannot be asked
    • Outlining what can and cannot be included in interview guides
    • Understanding the duty to accommodate, reasonable accommodations, and undue hardship
    • Provide training on unconscious bias.

 

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Taking It to the Next Level

A commonly used phrase in recruitment is “We hire for culture fit.” But do your recruiters and hiring managers know what culture fit really means? Does culture differ by team, branch or department? Hiring for culture fit can lead to hiring "more of the same". And that is where implicit bias comes into play. When hiring for diversity, a better approach might be this: “We hire for culture add.”


Why not provide training covering unconscious bias in attraction, recruitment and selection for everyone involved in the hiring process? At the same time, be sure that one component explores culture add vs. culture fit.